Manchester Menopause Hive

On this page

• Overview
• Kindness, compassion and dignity
• Treating people as individuals
• Independence, choice and control
• Responding to people’s immediate needs
• Workforce wellbeing and enablement

This is the first inspection for Manchester Menopause Hive since its registration with CQC in 2025. This key question has been rated as good.

We looked for evidence that the service involved people and treated them with compassion, kindness, dignity and respect.

We found that people were treated with kindness, empathy and compassion, and their privacy and dignity was respected.

This service scored 80 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

The service treated people with kindness, empathy and compassion and respected their privacy and dignity.

People commented that they were treated with respect and consideration. They expressed trust in the practitioners who worked at MMH, and they said their privacy was protected.

Staff told us the service had a strong culture of putting patients first and empathy was embedded in all they did.

We noted that the practice went above and beyond in efforts to satisfy patient expectations.

The service treated people as individuals and made sure people’s care, support and treatment met their needs and preferences.

The assessment process considered people’s strengths, abilities, aspirations, culture and unique backgrounds and identified people’s protected characteristics. Staff described specific steps taken to meet the needs of people with additional sensory needs.

People who accessed MMH had complete control over whether to use the service. The service described the different hormone treatments and patient feedback on their website. The information was a true reflection of the service provided and patient satisfaction.

We saw that the service listened to and understood people’s needs, views and wishes. Staff responded to people’s needs in the moment and acted to minimise any discomfort, concern or distress.

The registered manager cared about and promoted the wellbeing of staff. Staff were supported and enabled to deliver person-centred care through flexible processes and ready access to peer and managerial support. Feedback, certificates and the training matrix evidenced that the lead GP provided training opportunities.Staff said the work life balance was good and there was sufficient flexibility in the system to enable them to respond to personal emergencies. Staff had been given development and training opportunities to increase their knowledge and improve their practice. They told us their skills were valued. Staff stated they had sufficient understanding about how the business operated with regards to organising appointments, setting up rooms and booking people in for consultations. The administrator was especially valued for their skill of gathering detailed information during the initial booking-in process.Staff reported they felt their opinion influenced the day-to-day running of the service.